psych 4 relvaluti

• Psychological Assessment involves Reliability, Validity, and Utility.
• Reliability in Psychological Assessment refers to the dependability or consistency of the instrument.
• A test may be reliable in one context and unreliable in another.
• Reliability Coefficient is an index of reliability, a proportion that indicates the ratio between the true score variance on a test and the total variance.
• Classical Test Theory presumes that a score on an ability test is not only reflective of the testtaker’s true score on the ability being measured but also error.
• Errors of measurement in Psychological Assessment are random.
• Error in Psychological Assessment refers to the component of the observed test score that does not have to do with the testtaker’s ability.
• Type I error in Psychological Assessment is when an investigator rejects a null hypothesis that is true.
• Type II error in Psychological Assessment is when an investigator fails to reject a null hypothesis that is false in the population.
• Variance in Psychological Assessment is useful in describing sources of test score variability.
• True Variance in Psychological Assessment is variance from true differences.
• Error Variance in Psychological Assessment is variance from irrelevant, random sources.
• Reliability in Psychological Assessment refers to the proportion of total variance attributed to true variance.
• The greater the proportion of the total variance attributed to true variance, the more reliable the test.
• Error variance may increase or decrease a test score by varying amounts, and thus the reliability can be affected.
• Predictive validity measures the relationship between test scores and a criterion measure obtained at a future time.
• Validity coefficient is a correlation coefficient that provides a measure of the relationship between test scores and scores on the criterion measure.
• Construct validity is a judgement about the appropriateness of inferences drawn from test scores regarding individual standing on a variable called construct.
• Criterion is a standard on which a judgement or decision may be made.
• One way a test developer can improve the homogeneity of a test containing dichotomous items is by eliminating items that do not show significant correlation coefficients with total test scores.
• If a test is a valid measure of a particular construct, then the scores from the group of people who does not have that construct would have different test scores than those who really possess that construct.
• Convergent evidence is if scores on the test undergoing construct validation tend to highly correlated with another established, validated test that measures the same construct.
• Criterion contamination occurs when the criterion measure includes aspects of performance that are not part of the job or when the measure is affected by “construct-irrelevant” factors that are not part of the criterion construct.
• Psychological assessment involves reliability, validity, and utility.
• Construct is an informed, scientific idea developed or hypothesized to describe or explain behavior.
• Incremental validity is the degree to which an additional predictor explains something about the criterion measure that is not explained by predictors already in use.
• Concurrent validity is the extent to which test scores may be used to estimate an individual’s present standing on a criterion.
• Criterion-related validity is a judgement of how adequately a test score can be used to infer an individual’s most probable standing on some measure of interest, the measure of interest being criterion.
• Measurement Error in Psychological Assessment refers to all of the factors associated with the process of measuring some variable, other than the variable being measured.
• Random Error in Psychological Assessment is a source of error in measuring a targeted variable caused by unpredictable fluctuations and inconsistencies of other variables in the measurement process.
• Systematic Error in Psychological Assessment is a source of error in a measuring a variable that is typically constant or proportionate to what is presumed to be the true value of the variable being measured.
• Productivity Gains are an estimated increase in work output.
• High performing applicants may have been offered in other companies as well.
• IRT-Based Methods set cut scores based on test taker’s performance across all the items on the test.
• Im-Mapping Method arranges items in histogram, with each column containing items with deemed to be equivalent value.
• Bookmark Method is a method where an expert places a “bookmark” between the two pages that are deemed to separate test takers who have acquired the minimum knowledge, skills, and/or abilities from those who are not.
• Utility Gain is an estimate of the benefit of using a particular test.
• Known Groups Method collects data on the predictor of interest from group known to possess and not possess a trait of interest.
• Method of Predictive Yield took into account the number of positions to be filled, projections regarding the likelihood of offer acceptance, and the distribution of applicant scores.
• Multiple Hurdle is a multi-stage selection process, a cut score is in place for each predictor.